BuchananTHE GOVERNMENT'S push to introduce a flexible work week moved closer to reality with the tabling in Parliament last Tuesday of a Green Paper on proposals for the introduction of flexible work arrangements.
Labour Minister Donald Buchanan tabled the document following lengthy discussions with various interest groups since 1997. In making his case for flexitime, the Minister pointed to developed countries such as the United States, Britain, Japan and Spain where a flexi-week has long been introduced.
The overall aim in the Jamaican context, according to Mr. Buchanan, is to "bring about a new industrial relations order that is negotiated, agreed with, and beneficial to the whole society". As such he is open to continue dialogue with the Church and other stakeholders.
Under a flexible work arrangement, all seven days are treated as normal work days. The work day consists of a maximum 12 or ten hours; the work week consists of 40 hours; and overtime is earned after 40 hours of work within the week. Importantly, all existing collective labour agreements will continue to completion, and several pieces of legislation will be amended to facilitate the new arrangement.
Beginning today, In the House will reproduce the Green Paper in its entirety.
INTRODUCTION
The introduction of flexible work arrangements as part of the Labour Market Reform (LMR) process has been under discussion at the Labour Advisory Committee since 1997.
The social partners namely the Jamaica Employers' Federation, Jamaica Confederation of Trade Unions and the Government of Jamaica have presented their respective positions which have culminated in the publication of this draft green paper.
The introduction of flexible work arrangements is considered vital to increase productivity, efficiency and competitiveness by the employers. The Government is committed to economic growth, job creation and increased investments.
The Trade Unions have indicated a willingness to support these objectives, provided that the collective bargaining process is used to achieve agreements. In addition, it is recognised that negotiating changes is also applicable to non-unionised workers and their management under the bargaining process.
The presentation of this paper is intended to widen the discussion on the issue of flexible work arrangements as part of the Labour Market Reform process. In November 1994 at a Cabinet Retreat, it was recognised that the changes taking place in the international market required an evaluation of the situation as it relates to the domestic market.
Arising from the Retreat, a decision was taken to establish a Labour Market Reform Committee to develop and recommend strategies to deal with the international economy. The Cabinet noted that in the transition to a more market-oriented local economy, it would be necessary to recognise what was taking place in the rest of the world to fully assess the situation and the way forward.
A Labour Market Reform Committee was appointed in February 1995, comprising representatives from the Social Partners and the University of the West Indies. The Committee was chaired by Professor George Eaton who presented the final report in March 1996.
The top ten issues emerging from the hearings were as follows: Review of the Labour Relations and Industrial Disputes Act; restructuring of the Ministry of Labour; flexible work hours; National Pension Scheme portability of pensions; occupational health/safety; transportation; physical security; gender issues; labour training; training and education.
The committee made extensive reference to the changes taking place in the global economy and the international trade environment and their impact on labour markets. The report noted the new lexicon of 'increased competitiveness,' 'increased productivity,' 'increased flexibility' and 'increased co-operation' between the social partners - labour, capital and government.
The Committee further noted the rapid introduction of technology encompassing product technology, equipment technology and process technology. This has also fuelled management demand for flexibility to alter either output and/or work processes, associated with existing production.
In the plant environment, technology or machines have evolved from the capability to perform single tasks to performing multiple tasks, again with consequences for traditional occupational or task specialisation of workers. To cope with short and medium term fluctuations in demand, suppliers want to hire people who will work variable hours on demand.
